Intuit Australia Pty Limited, subsidiary of Intuit Inc. (NASDAQ: INTU), the global financial technology platform behind Intuit QuickBooks, Mailchimp, TurboTax and Credit Karma, today announced a significant milestone in its mission to build an all-on-one platform with everything businesses and accountants need to compete and grow. As the first financial management software provider to achieve Accredited Data Recipient (ADR) status under the Open Banking initiative, Intuit QuickBooks is now rolling out Australia’s most advanced bank feed solution to its customers.

Open Banking introduces powerful benefits that streamline workflows, save time and improve results for businesses and advisors using Intuit QuickBooks. The benefits include:

• Real-Time Data Sync: Banking transactions flow into Intuit QuickBooks instantly, giving SMBs, accountants, and bookkeepers immediate access to accurate and up-to-date financial information, allowing business owners to make timely decisions and enabling accountants and bookkeepers to deliver more effective support.
• Time Efficiency: Ends the need to chase missing transactions or deal with duplicates. The direct feed simplifies reconciliation and frees up hours for higher-value advisory and business growth tasks. Globally, Open Banking saves businesses significant time; for example, NatWest in the UK reported a saving of 150 hours on operational tasks each year.
• Simplified Cash Flow: Centralised, real-time financial data enables precise cash flow tracking and forecasting with precision, enabling smarter decisions and more effective consultations.
• Better Client Insights: Instant access to comprehensive data across a wide range of financial accounts including bank, credit card and loan, along with historical data back to 2017, allows for deeper trend analysis and more informed financial decisions for both businesses and advisors.
• Enhanced Security Standards: With strict accreditation rules and cutting-edge technology-driven safeguards, Open Banking eliminates risky practices like password sharing, giving business owners and accountants confidence in the security of their financial data. It will also eliminate the need for less secure methods of data collection such as screen scraping, as data is transferred via secure, end-to-end encrypted APIs. Users retain full control through granular permissions and must provide explicit approval for every data connection.
• Flexible Data Sharing and Greater Competition: As an ADR, Intuit will allow its customers to securely direct the sharing of their data with any third party they choose. This greater data mobility will stimulate competition and innovation, empowering customers to use their own data to discover better-suited products and services.
• Expanded Bank Connectivity: Over 100 Australian financial institutions can connect to Intuit QuickBooks via Open Banking, significantly reducing gaps in data access and improving overall financial visibility for accountants and business owners.

Suzy Nicoletti, Regional Vice President of Intuit APAC said, “By leveraging the power of Open Banking’s accurate, real-time client financial data, Intuit is creating the essential data foundation for its AI driven expert platform to revolutionise the way businesses and accountants operate. Soon, Intuit QuickBooks will launch agentic AI to automate transaction categorisation and unlock predictive forecasting and smarter budgeting. This empowers businesses and accountants to virtually eliminate manual tasks, gain immediate insights, and deliver strategic advice while retaining full control over data validation.

“Over the past six years, Intuit has worked closely with the Treasury, various regulators like the ACCC and OAIC, as well as industry bodies to shape the infrastructure, policies and innovations needed to make Open Banking a reality. This milestone empowers businesses and advisors to shift their focus from administrative tasks to drive growth and thrive in today’s competitive environment.”

Intuit Australia is the only cloud accounting software provider accredited by the Australian Competition and Consumer Commission (ACCC) as an unrestricted ADR under the Consumer Data Right. Intuit also meets stringent, ongoing compliance obligations that are monitored by the ACCC and the Office of the Australian Information Commissioner, to maintain its accreditation.

Connecting an Open Banking feed to QuickBooks takes minutes and can remain active for 365 days, ensuring real-time, reliable data. Open Banking data feeds will be first available for Commonwealth Bank accounts in QuickBooks, before being expanded to NAB, Westpac, ANZ and 90 other banks across Australia. For more information about Open Banking and how it can benefit businesses, accountants and bookkeepers, visit https://quickbooks.intuit.com/au/.

Confidence in Australian retail is rising, with nearly eight in ten (78%) businesses feeling more optimistic than last year and 76% expecting higher sales this holiday season, according to Shopify’s Holiday Retail Report. Consumer optimism is also improving, with planned Black Friday Cyber Monday spending up $98 year-on-year, from $226 in 2024 to $324 in 2025.

That optimism is paired with a more intentional approach: 58% of shoppers are setting clear caps on how much they’ll spend, and over a quarter (27%) plan to be stricter with their budgets this year, though 39% say sticking to their budget is a major challenge. Over a quarter (27%) of Australians also plan to start shopping earlier this year, rising to 30% among the country’s highest spenders — those planning to spend over A$1,990. 

“Planned holiday spending may be up, but it’s still more focused than  freewheeling,” said Shaun Broughton, Managing Director, APAC and Japan at Shopify. “Australian shoppers are entering the season with optimism, clearer budgets, and higher expectations. They’re starting earlier, switching channels seamlessly, and seeking real value in every interaction. Retailers that respond with precision, blending early engagement, frictionless checkouts, and the right mix of AI and human touch, will be best positioned to convert intent into lasting loyalty.”

“For us, preparing for Black Friday Cyber Monday is fundamentally about earning our customers’ trust when it matters most,” said Karim Zuhri, CTO at Koala. “We’ve focused on delivering seamless, high-performance experiences under peak load — from optimising site speed and stability, to investing in SEO and GEO, and building intelligent agentic systems that connect directly with Shopify and help us drive efficiency. This foundation lets us move faster, test more, and serve customers better. Ultimately, the retailers who treat customers with intelligence, delivering fast, factual, conversational experiences, will win their attention and loyalty.”

“Our customers treat Black Friday like a game – building their shopping list early and waiting for the perfect deal, so our promotions have to be compelling from the start,” said Stephanie Moore, Global Brand Director at Princess Polly. “It’s vital for brands to meet customers where they are – which for us means doubling down on live shopping, especially on TikTok, while also investing in smart ad spend and creative content that cuts through the noise.”

AI use rises, but shoppers still want human connection

AI is becoming a trusted sidekick for shoppers and merchants alike. Nearly two-thirds (61%) per cent of Australian consumers say they’d likely use AI for at least one task when doing their holiday shopping, while nearly half (47%) plan to use it to help them save money this year. Half (50%) of shoppers believe AI will make their shopping experiences better, especially when finding deals (31%) and inspiration (19%).

Among retailers, 86% feel positive about the impact of AI-driven features in the year ahead, and 89% are already or planning to invest in it to help customers discover or buy their products through AI shopping assistants. Many are also exploring ways to optimise their operations, focusing on AI-generated content ( 51%) and using AI to forecast inventory or demand needs more effectively (32%). 

Yet, trust remains a challenge: 72% of Australians remain wary of the technology, the highest rate globally, and 78% say buying from a person still matters. Retailers that pair AI with transparency, clear opt-ins, and easy access to human support  will see the greatest success.

Businesses sharpen strategies to navigate economic conditions 

While confidence is up, retailers are still navigating headwinds such as rising costs (50%) and economic uncertainty (46%). Many are responding by sharpening their promotional strategies, with businesses expecting two-fifths (40%) of their sales to come from promotional pricing:

• 66% intend to introduce new types of deals to attract cost-conscious shoppers
• 53% plan to offer bigger or more frequent discounts
• 65% intend to start sales earlier and run them longer

Meanwhile, almost a third (31%) of businesses plan to focus on loyalty programs to build deeper customer loyalty this season, and 33% plan to launch new products or collections to boost results.

However, brands risk missing opportunities if they launch promotions too late. Businesses expect to run promotions for just over 12 days on average, with 36% planning to start promotions from early November, and a further 22% kicking off either the week before or over the Black Friday Cyber Monday weekend. Meanwhile, two-fifths (40%) of Australian shoppers are already writing lists and preparing purchases well before the holiday rush.

Discovery and hybrid shopping define the season

Australians are discovering products across more channels. Nearly half (44%) of shoppers are more likely to make a purchase based on discovering a product from in–store and online browsing respectively, up from 42% in-store and 41% online in 2024. This is followed by:

• Word-of-mouth recommendations: 37%
• Online product reviews or product comparison sites: 35%
• Through friends and brands they already follow on social media: 30%
• Traditional online advertising (Search or website/app banner ads): 26%
• Direct social media ads: 25%
• Social media influencer endorsements or promotions: 21%
• Traditional offline advertising (TV‚ radio‚ billboards etc): 19%

Meanwhile, retailers are  increasing their investment in:

• Social media ads: 46%
• Online advertising: 37%
• Digital video campaigns: 31%
• Email marketing: 28%
• Search engine optimisation (SEO): 24%
• Influencer partnerships or creator collaborations: 23%
• In-store promotions or events: 23%

Hybrid shopping also continues to dominate. When it comes to how consumers are planning to do their holiday shopping, more than a third (38%) plan to split it evenly between online and in-store this year, while 31% plan to do a majority in-store and 25% plan to do a majority online. 50% prefer to shop online for smaller items and head in-store for larger purchases. 

Checkout friction, however, remains a dealbreaker. More than half (52%) have abandoned a purchase due to complex checkout processes — especially higher spenders. Discounts (54%), free shipping or returns (44%), and excellent service (38%) are the top loyalty drivers. 

What happens when you bring some of Australia’s sharpest female voices together around a dinner table? For Missing Perspectives’ latest installment of Leave It On The Table – created in partnership with HP and Charlotte Ree – the answer was bold conversation, candid honesty, and a glimpse into the future of women in business.

Hosted by leading author and cook Charlotte Ree, the new instalment of the social-first series gathered, Emily Vernem (Mamamia), Canna Campbell (SugarMammaTV), Angela Priestley (Women’s Agenda), and creators Emma Kaye and Kee Reece. Over food and wine, the group unpacked everything from equity in education to the invisible load of entrepreneurship, and how technology shapes – and sometimes reshapes – women’s ability to create, lead, and thrive in the business space and beyond.

The Table as a Cultural Barometer

When Leave It On The Table first launched, the series cracked open conversations about values, relationships, and women’s online safety. Now, thanks to HP the focus has shifted to the realities of building businesses and futures in a world that too often underestimates women.

With 58% of Australian SMBs already using AI tools, the conversation around tech isn’t just timely, it’s essential. Yet as this dinner revealed, access to innovation doesn’t always equal readiness. For many women in business, success is shaped not just by bold ideas, but by the systems, and technology, that support them. Small businesses don’t need more complexity. They need technology that simply works, supports hybrid teams, and gives them confidence for the future. that support them.

“There’s something incredibly powerful about a group of women coming together. Different stories, same determination,” says Charlotte Ree. “These Leave It On The Table dinners remind us we’re not alone in the juggle; we’re all doing our best, and that’s enough. HP doesn’t just keep us connected — they champion our growth, our grit, and our goals.”

The Support Behind the Scenes

As the guests swapped stories of late nights, side hustles, and ambition colliding with reality, one theme was constant: the need for support.

“Every woman at that table has a story about carrying more than she should – whether in business, family, or society at large,” said Phoebe Saintilan-Stocks, Founder of Missing Perspectives. “The conversation was a reminder that real progress happens when women have both community and the systems that let them focus on both creativity and impact.”

“For HP, this partnership is about showing up as more than just a hardware brand. Instead, it’s about being a quiet but powerful partner for women – removing barriers, streamlining the small stuff, and letting entrepreneurs focus on what matters most,” Saintilan-Stocks says.

Dinner That Doesn’t Stay at the Table

The episodes, designed for digital-first audiences, will roll out as short-form videos across Missing Perspectives’ platforms, which now reach more than 8 million people monthly.

“We’re not just producing content – we’re capturing a cultural moment,” said Allie Daisy King, Social Lead at Missing Perspectives. “With Leave It On The Table, we wanted to create a safe and interesting place on the internet for women and gender-diverse folk to engage in critical thinking and meaty conversations.”

“Technology should be an enabler, not a barrier for women building businesses,” says Shannon Harris, NZ MD HP. “Through the Leave It On The Table series, we’re creating space for female founders to share their stories and access tools that meet their real-world needs. These women are time-poor, resource-stretched, and deeply resilient. By connecting them with tech designed to support their pace and ambition, we’re helping accelerate their impact and shape a more inclusive future of work.”

D-Link A/NZ today unveiled its new range of 2.5G Multi-Gigabit switch range, including the DMS-1016 and DMS-1024 models. Designed for seamless, ultra-fast connectivity, these unmanaged switches cater to the growing bandwidth demands of both home and small business networks.

Modern digital workflows, including video conferencing, cloud computing, and real-time collaboration, demand faster, reliable networks. These new 2.5G switches address this by delivering ultra-fast downlink speeds across 16 or 24 ports, optimising productivity in device-dense environments.

“As digital workflows become more bandwidth-intensive, multi-gigabit performance is no longer optional—it’s essential,” said Graeme Reardon, Managing Director, D-Link A/NZ. “Our new 2.5G switches deliver next-generation performance with plug‑and‑play simplicity, futureproofing networks for years to come.”

Product Features and Benefits

• 16 or 24-Port unmanaged delivering reliable 2.5-gigabit speeds
• Intelligent power management reduces energy use during idle periods, supporting sustainability goals while lowering operating costs
• Plug-and-play installation eliminates bottlenecks and powers high-end devices without complexity

Engineered and manufactured in Taiwan, these switches reflect the highest global standards of precision and reliability. Built on D-Link’s Made in Taiwan (MIT) brand promise of creative innovation, solution-oriented, one-stop service, and sustainable design, they offer dependable connectivity and performance supported by decades of experience.

This launch reinforces D-Link’s core philosophy of “One Connection – Infinite Possibilities,” underscoring the company’s commitment to secure, smart, and efficient networking solutions that evolve with customer needs.

2.5G Multi-Gigabit Switch range availability and pricing

The DMS-1016 and DMS-1024 switches are available now from www.dlink.com.au and from all authorised D-Link partners and resellers for the following RRPs:

DMS-1016 – RRP AU$649.00

DMS-1024 – RRP AU$849.95

New research from VistaPrint has revealed a powerful psychological milestone hiding in plain sight across Australia’s $590 billion small and medium business economy¹: nearly three quarters of SMB owners believe branded merchandise signals they’ve officially ‘made it’ in business.

The findings come as Australia’s 2.7 million SMBs contribute one-third of the nation’s GDP and employ over 5 million people², making their confidence, credibility, and growth potential crucial drivers of national economic success.

Yet the research exposes a significant opportunity gap: over half (55%) of Australian SMBs are not currently using branded merchandise as a business growth tactic, potentially missing out on branding and psychological benefits that could amplify their business growth.

The psychology of business success

The new research, which surveyed Australian SMB owners, found that 69% strongly believe branded merchandise signals you have “made it” as a business. Notably, 42% of businesses introduce branded merchandise within their first year of operation, showing how quickly entrepreneurs see its value in establishing credibility and building their brand.

More significantly, 74% of small and medium-sized businesses report that branded merchandise has given them a stronger sense of being a ‘real business.’ This finding shows that the impact of branded products goes far beyond marketing or customer engagement. For many SMB owners, seeing their brand physically represented on merchandise is not just about visibility. It provides validation, builds confidence, and reinforces a sense of legitimacy in the marketplace. In an environment where credibility and trust are critical to survival and growth, branded merchandise is proving to be both a marketing tool and a stepping stone to business growth.

At Vista, we make it simple and accessible for business owners to bring these ideas to life with a wide range of high-quality, customisable products that are affordable and come in quantities right-sized for small businesses, along with easy design tools that help them elevate their brand and confidently get their name out there.

“For many entrepreneurs, branded items act as tangible proof that their venture has evolved from startup to established business,” said Marcus Marchant, CEO of Vistaprint Australia. “This represents the moment SMB owners feel they’ve truly arrived, not just a promotional or branding nice-to-have.”

Measurable Business Impact

The research reveals that branded merchandise delivers tangible business benefits that could play a key role in strengthening Australia’s SMB sector. Small business owners reported strengthened brand identity (39%), boosted team pride (33%), and greater ability to stand out from competitors in a crowded marketplace (32%). Many (29%) said branded merchandise helps get people talking, increased customer trust (26%), and even direct support in acquiring new customers (26%).

“When I first started Squirtz Plumbing, it was just me and a van. The day we designed our own branded uniforms and caps was the day I felt like I had really made it,” said Joel, owner of Squirtz Plumbing. “It was more than just merch, it made my team feel unified, helped customers recognise us instantly, and made the business feel professional and established.”

The professional credibility factor

Research shows that 80% of SMB owners perceive businesses with branded uniforms as very or extremely professional, with 22% rating them as “extremely professional.” This demonstrates the strong link between merchandise and perceived credibility.

Businesses that do not adopt merchandise risk appearing less established and less trustworthy, which can reduce customer confidence and limit growth, missing out on the credibility that branded presence provides. Branded uniforms, signage, and merchandise are increasingly viewed as essential markers of legitimacy and professionalism, not optional extras.

Strengthening Australia’s SMB economic engine

Australia’s small businesses are economic powerhouses, contributing $590 billion annually – one-third of the nation’s GDP – and employing 5.1 million people. When these businesses are more confident, professional, and successful, it strengthens the entire economic ecosystem.

The research reveals a significant untapped potential: 55% of SMBs are not currently using branded merchandise, including 24% actively considering it. This represents hundreds of thousands of businesses that could potentially boost their team pride, customer trust, and professional credibility – benefits that ripple through local communities and the broader economy.

Perhaps most tellingly, 64% of SMBs would invest more in branded merchandise if the design process were easier, revealing that demand exists but practical barriers are holding back market expansion.

Barriers and Solutions

Cost remains the primary barrier, with 47% citing it as preventing further investment, followed by lack of time (17%) and uncertainty about return on investment (13%).

Merchandise is no longer just giveaways, it’s a strategic way for small businesses to build credibility and connect with customers,” said Marchant. “From a café’s branded aprons to a tradie’s uniforms, these moments of visibility create trust and pride in the community.

“Branded merchandise is one of the simplest and most effective ways for SMBs to build visibility and pride,” added Marchant. “We are making it easy for small businesses to bring their brand to life in ways that strengthen trust and drive long-term success.”

For businesses looking to expand into merchandise, please visit https://www.vistaprint.com.au/  to see VistaPrint’s range of options.

Every business that hires, collects and stores personal information. From resumes and identification documents, medical clearances, superannuation and bank details, licences, and reference checks, this data tells the story of the people who make your business run. Managing that People Data securely is a daily responsibility for every employer.

With a few structured, repeatable habits, and by making better use of the tools you already have, you can protect your people’s information, meet privacy requirements, and build lasting trust.

1. Identify what you collect, where it lives, and who touches it

Start with visibility. List what personal and sensitive data you gather at each stage of employment:

• Pre-hire: resumes, ID, licences, qualifications, references.
• Onboarding: tax and super forms, bank details, emergency contacts, training certificates.
• During employment: performance notes, medical clearances, leave forms, payroll data.

Next, note where this information is stored – email inboxes, shared drives, laptops, HR systems, even messaging apps – and who can access it. Many businesses find data scattered across personal folders and email attachments. Consolidate where possible and set one “source of truth” per person.

You likely already have secure storage tools: Microsoft 365 and Google Workspace both include encrypted cloud drives, multi-factor authentication (MFA), and controlled sharing options. Use these features instead of emailing documents or saving them to unsecured desktops.

When an employee leaves, treat their data like a formal project rather than an afterthought. Confirm what information must be retained for legal, tax, or safety purposes (for example, payroll, superannuation, and injury records) and what can be securely deleted such as copies of ID, medical notes, and access credentials. Remove their access to all systems immediately, transfer ownership of any shared files, and reset shared passwords. Archive essential employment records in a restricted folder with a clear retention end date, then schedule a follow-up review (typically after seven years) to confirm deletion. This ensures compliance, prevents unauthorised access, and keeps your records lean and accurate.

2. Build trust and compliance into hiring

Transparency builds confidence. Let candidates know why you collect data, how it’s collected and used, who will see it, and when it’s deleted. A short, plain-English privacy and consent statement attached to your onboarding pack goes a long way.

Other low-cost practices include:

• Data minimisation: Only collect what’s needed for each stage. For example, don’t request a driver’s licence until the role requires driving.
• Role-based access: Give recruiting staff access to candidate data, but limit payroll or medical information to HR only.
• Audit trail: Keep a simple log (spreadsheet or system note) recording who uploaded or accessed sensitive documents.
• Breach checklist: Prepare a two-page guide on how to isolate an incident, who to notify, and what to communicate.

These steps reduce administrative risk and the human errors that often lead to data leaks.

3. Delete data methodically, not emotionally

Most breaches occur because data lingers long after it’s useful. Set clear retention rules:

• Unsuccessful candidates: keep applications and interview notes for 6–12 months, then securely delete.
• Employees: retain payroll and contractual records as legally required and remove unnecessary supporting documents.
• Referee contacts: delete once the hiring decision is final unless there’s a legal or audit need.

Add a “Delete by” date to file names (e.g., Smith_ID_DEL-2026-06) or create quarterly calendar reminders for data clean-ups. For secure destruction:

• Digital: use your system’s permanent-delete function; for devices, run a secure-erase before resale or disposal.
• Physical: use a cross-cut shredder or a certified destruction service, keeping the certificate for your records.

If you use external vendors (for payroll, screening, or training), ask how they handle data expiry, and how a user is able to control the removal of their data.

4. Treat HR data with the same rigour as financial data

Most small businesses protect their bank accounts meticulously but underestimate the sensitivity of HR information. Apply the same controls:

• Two-person approval for changes to personal or payroll details.
• Regular reviews of who can access HR folders or systems.
• Password protection for any file containing personal data.
• Vendor due diligence – ask where data is hosted and how it’s encrypted.

5. Detecting fraud through smart, practical verification

As recruitment becomes more remote, identity and reference fraud are growing risks. Simple tools can help:

• Track the IP address or time zone of online referees – if a “Sydney manager” submits a reference from an overseas server at midnight, it’s worth a quick verification call.
• Prefer references from company email domains rather than free accounts.
• Keep reference links one-time use to prevent spoofing.
• Confirm referees via a company ‘contact us’, not a mobile number provided by the candidate.
• Conduct an identity check either in person, or, if you use a system, a digital ID check and use a Document Verification Service, combined with a biometric check.

These small steps protect both your business and genuine candidates from fraudulent behaviour.

6. Lessons from ISO 27001:2022 – continuous improvement, not compliance theatre

When WorkPro achieved its ISO 27001:2022 accreditation, the biggest insight wasn’t about technology – it was about rhythm. Data protection isn’t a one-off project; it’s an ongoing cycle of review and refinement.

Even without certification, SMEs can borrow this approach: once a year, review who has access to what, test your breach response plan, check vendor contracts, review your privacy policy and collections notice, and refresh your team’s awareness via training. A simple online search will help you find practical security training providers. Additionally, the company delivering your technology support may also be able to provide user security training.

Use the annual review as an opportunity to tidy, update, and strengthen. Small, consistent improvements make a business more resilient – and reinforce that protecting people’s data is as much about trust as it is about compliance.

—

Contributed by Tania Evans, Founder & CEO of WorkPro

WorkPro is an Australian workforce compliance and job-readiness platform helping businesses implement and deliver a consistent, robust, streamlined screening, onboarding and legal compliance program for their workforce.

At just 19 years old, Naythen Lindsey has made history as the youngest franchise owner in the Kwik Kopy network, and one of the youngest in Australia. While many of his peers are still deciding what to do after school, Naythen has already stepped up to take full ownership of a business, using his own savings to purchase Kwik Kopy Hornsby.

The ever-changing economic climate can be challenging to small businesses, but one franchise network has proven that family values, strong support systems and a community spirit can drive success and inspire the next generation of entrepreneurs. 

Kwik Kopy Australia is a print, signage and design franchise network owned and operated by the Penfold family for over 44 years. Having a consistently growing franchise network with 90 centres at present, the growth was anchored on family foundations and continues to attract more franchisees to embody those values.

“Many might think people as young as me can’t lead a business,” says Naythen. “I’ve been exposed to the industry since I was 16 years old, which made me more equipped and ready.”

A Gen Z business owner 

Naythen did not attend university. He left schooling after Year 10 with hopes of becoming an engineer, but instead took the great opportunity to be part of the family business. He started learning about print and design at Kwik Kopy Five Dock, owned by his father, Paul. As he recently took leadership of the Hornsby location, he wanted to understand the processes.

Living in Shellharbour and travelling for work, the young business owner plans to relocate to Hornsby soon to better serve local customers and immerse himself in the community. As he continues to progress, Naythen is an example of how family support and personal dedication mix well in entrepreneurship.

Building on family 

Not only is Naythen the youngest Kwik Kopy franchise owner, but also the youngest in the Lindsey family – a success story of franchise ownership that showcases the values Kwik Kopy was founded on. His parents, Paul and Suzan, joined the network in 2014, relocating from Melbourne to Sydney to operate the Five Dock centre. 

Today, Paul continues to own Five Dock, while Suzan owns the Shellharbour location and is supported by their other son Daymein. “There’s healthy competition among us,” shares Suzan. “Ultimately, we support one another. Seeing Naythen build something this young is what we’ve always dreamed of.”

The Lindseys have won 16 awards across their centres, including Franchisee of the Year, Chairman’s Award and Brand Ambassador Award. They have also mentored others to succeed, as they used to co-own the Coburg centre with a former employee they sponsored. They later sold their share so she could convert to a full owner. 

An established model

Naythen acknowledges his remarkable feat would not be possible without viable support from the franchise network. Kwik Kopy Australia’s model is built on that commitment. As a family-owned franchise network, it offers comprehensive training, guidance and tools to franchisees from all walks of life. It provides an opportunity for people to avoid starting from scratch. 

The support from the network is beyond professional, but also personal. “You’re never approaching things blindly. Regardless of the issue, you can always pick up the phone and contact them for support,” says Suzan.

A lack of career growth opportunities is the most commonly cited barrier to career advancement globally, according to the sixth chapter of ADP’s “People at Work 2025” report series.

Based on survey data from nearly 38,000 workers across 34 markets, about one in five workers globally (19%) say limited opportunities are holding back their career progression. In Australia, 20% of workers cite this as their main barrier, underscoring that the challenge is both local and universal.

Other obstacles cited globally include a lack of desire to move ahead (13%) and limited time (12%), with fewer workers pointing to fear (5%) and lack of education (5%) as barriers. These findings suggest that motivation and visibility of career pathways matter more than individual skills gaps.

The study also shows what keeps Australian employees engaged and loyal. Flexibility in scheduling is the main reason workers stay with their current employer (38%), followed by pay for performance (25%) and access to professional training and skills development (24%). In comparison, the top three reasons chosen by employees around the world are: opportunity for career advancement (45%), professional training and skills development (36%), and flexibility in scheduling (34%).

Kylie Baullo, General Manager, Australia, New Zealand, and Japan, ADP, said: “Flexibility has become a basic expectation for Australian workers, but it is not enough by itself. Employees also want to see clear career paths and opportunities to develop their skills. When those opportunities are not visible, even loyal employees may feel the need to look elsewhere. Employers who combine flexibility with tangible rewards and development opportunities will not only keep talent but also build a more motivated and dedicated workforce.”

Generational and demographic differences

The perception of career barriers varies by age. More than 20% of workers aged 40 and above report that the lack of opportunity is their biggest barrier, compared to just 14% of those aged 26 and below.

The data also shows differences by job level. Around 16% of executives and upper managers cited the lack of opportunity as a career advancement barrier. This rises to 18% among middle and frontline managers, and 20% among individual contributors.

Among workers who identify as a racial or ethnic minority in their market, 16% report a lack of opportunity as a main barrier, slightly lower than the 20% of non-minority workers who say the same.

Career stagnation drives turnover risk

Career stagnation appears to be a strong trigger for job hunting. Among workers who perceive few growth opportunities at their current job, over a third (34%) are actively looking or interviewing for a new job.

Additionally, those who feel strongly that they need to change employers to progress are 2.6 times less likely to consider themselves highly productive. Globally, 15% of workers believe switching employers is essential to their career progression. In Australia, that figure is slightly lower at 13%.

“The workplace impact of limited career visibility isn’t just employee disengagement – it’s lost productivity, diminished innovation, and higher turnover,” said Nela Richardson, Chief Economist at ADP. “Organisations that design clear, equitable career paths don’t just retain talent, they also increase their ability to unlock the full productive potential of their employees.”